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SayPro Review organograms for alignment with SayPro’s values and diversity objectives

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Written by

Clifford Lesiba Legodi

in

SayPro Organogram Review: Alignment with Values & Diversity Objectives

Conducted quarterly by the Strategic Planning Office in collaboration with HR and Department Heads.

🔍 SECTION A: Review Objectives

  • Assess representation of gender, age, ethnicity, and disability across all organizational levels.
  • Ensure inclusive leadership in departmental and regional structures.
  • Check for equity in promotional pathways and access to leadership roles.
  • Identify potential bias in role distribution and clustering.

📊 SECTION B: Diversity Composition Analysis (Departmental Snapshot)

Department / Unit Name[e.g., Communications]
Total Staff[e.g., 15]
Women in Leadership (%)[e.g., 2 of 5 = 40%]
Youth Representation (<35) (%)[e.g., 60%]
Disability Inclusion (%)[e.g., 0%]
Cultural / Ethnic Representation[e.g., 3 identified languages represented]
Gender Distribution[e.g., 9 Female, 6 Male]

✅ SECTION C: Values-Based Structure Check

Does the organogram reflect SayPro’s values of transparency, collaboration, inclusivity, accountability, and innovation?

ValueReflected in Structure?Example / Comment
Transparency☐ Yes ☐ No[e.g., Clear reporting lines and decision-making hierarchy]
Inclusivity☐ Yes ☐ No[e.g., Representation of women, youth, disabled staff in all tiers]
Collaboration☐ Yes ☐ No[e.g., Matrixed roles across departments for shared projects]
Accountability☐ Yes ☐ No[e.g., Defined roles and deliverables for each position]
Innovation☐ Yes ☐ No[e.g., New units formed for digital growth and creative programming]

🔄 SECTION D: Structural Review – Equity & Fairness Indicators

IndicatorCurrent StatusComments / Actions Required
Leadership reflects gender balance☐ Yes ☐ No ☐ Partial[If “No”, recommend succession or mentorship programs]
Young professionals in decision-making roles☐ Yes ☐ No ☐ Partial[Are junior staff provided upward mobility opportunities?]
Equitable pay-grade distribution☐ Yes ☐ No ☐ Review Pending[Check HRIS salary bands by gender/region]
Representation in regional branches☐ Balanced ☐ Unbalanced ☐ Centralized[Are staff concentrated in urban HQs or distributed fairly?]
HR policies reflect inclusive hiring☐ Yes ☐ No ☐ Needs Update[Are diverse candidates considered for all levels?]

🔧 SECTION E: Recommendations for Organogram Adjustment

Department / RegionIssue IdentifiedRecommended ActionTimeline
Training & DevelopmentNo persons with disability in leadershipIdentify talent pipeline and mentorship opportunityQ3 2025
Eastern Cape Field OfficeYouth underrepresented in senior positionsPromote internal youth to management trackEnd Q2 2025
HR Department70% women in all roles, limited male intakeDiversify outreach to male graduatesOngoing
Finance UnitFlat structure lacks innovation leadAdd digital finance innovation officerQ3 2025

✍️ SECTION F: Sign-Off & Action Plan Integration

Reviewed ByPositionSignatureDate
[Department Head]
[Strategic Planning Officer]
[HR Representative]

📎 Attachments Required:

  • Current departmental organogram (annotated if possible)
  • Updated staff distribution table (with demographics)
  • HR diversity report (last quarter)
  • Any open recruitment/promotion plans

🕐 Submission Timeline:

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